How do you become a head of diversity and inclusion?

Being a Gandhi Fellow taught me that evaluating our skills is crucial for leading Diversity and Inclusion. More than just skills, having an open mind is key. It builds understanding and respect, laying the groundwork for inclusion. Genuine empathy is essential for a deeper understanding, making our approach to diversity more effective.

On my path to becoming a champion of Diversity and Inclusion, I meticulously evaluated my skills and experiences. I prioritize building strong interpersonal and communication skills, fostering empathy, and also developing a keen understanding of the nuanced landscape of inclusive practices. Embracing diverse perspectives and continuously educating myself have been significant. It's not just about the role; it's a dedication to cultivating an environment where everyone's uniqueness is not just acknowledged but celebrated.

So many times we feel qualified for some positions but more often we have to understand that in the development space; Time, network and experience will always get us the opportunities that we desire.

I can look in this way: #Diversified teams with different ideas and third process in skills, mental ability and the way they look at the problem. also, it resembles their different learning methodology. As a lead, you have to understand and motivate them for best results. Ensure that every skill, person, Idea is Unique and Appreciated/Rewarded. #Inclusiveness is a must-have skill for lead/head without that you can't be in the game.I can see in this way respect the seniors/juniors no matter whatever the color, or gender it is.

Los líderes debemos buscar espacios para que las compañías ajusten sus políticas y en consecuencia, las posiciones en la compañía tengan perfiles diversos y abiertos al talento en general, donde no importe la raza, etnia, género, edad, orientación sexual, religión, habilidades físicas y mentales, antecedentes socioeconómicos, entre otros; es decir, se trata de una firme convicción que debe impregnarse y fomentarse hasta que la cultura misma de la empresa esté abierta a la diversidad. Implica la promoción de un entorno donde todas las personas se sientan respetadas, valoradas y empoderadas para contribuir con sus habilidades y perspectivas únicas al éxito de la empresa.

You can easily access countless DEI books including three best-sellers that I have written: Overcoming Bias, Erasing Institutional Bias, and Subtle Acts of Exclusion. Each of these will give you personal access to self-improvement and self-awareness of your DEI skill, as well as tools for organizational implementation of DEI topics. You do not have to start as a leader to implement inclusive change.

Becoming a head of diversity and inclusion should require a combination of education, relevant experience, and a commitment to equity and inclusion. Many professionals in this field have backgrounds in human resources, organizational development, or social justice advocacy. They often demonstrate strong leadership skills, cultural competency, and the ability to foster a diverse and inclusive workplace environment. Pursuing additional training, networking, and staying informed about diversity issues can also be beneficial. Ultimately, it's about championing diversity, equity, and inclusion at every level of an organization to drive positive change and foster a sense of belonging for all.

In identifying where you are on your career pathway to Head of D&I, the second step is to get crystal clear on what your area of interest is. Consider the sub categories within D&I, and research the current market and trends.

In my experience, continuous learning is key to being successful in the DEIB space. With LinkedIn at our fingertips, there is a wealth of events centered on DEIB and inclusion. Furthermore, connecting with individuals whose area of expertise is DEIB is key to knowledge building. As an avid reader, I finding reading books is always one of the best ways to become better practitioners.

Educating yourself in a position doesn’t always have to be formal and also learning from your competitors as well as people whom you consider to be non experts always helps to understand things better since don’t suffer from paralysis analysis

Gain experience, develop skills, and lead by example in diversity initiatives. Network, stay informed, and quantify impact. Pursue leadership roles and advocate for diversity and inclusion. Be authentic, committed, and dedicated to driving change.

Forge alliances with HR professionals specializing in D&I. Collaborate on initiatives that bridge leadership development with inclusive practices, creating a synergy that benefits both areas. Infuse diversity and inclusion principles into your leadership style. Advocate for fair decision-making, mentorship opportunities for underrepresented groups, and an inclusive team culture.

Diversity is not something you can learn from institutes or associations. Knowing your work force from a cultural, linguistic, ethical , gender and age perspective will help you understand and lead a cross cultural and diverse team.

Having a solid network and a positive reputation is like having a superpower in today's professional world! Your network opens doors to endless opportunities, from job prospects to collaborations and mentorship. Plus, it's your support squad during both highs and lows. Tip: Keep nurturing your connections by offering value, being genuine, and staying engaged. Trust me, your network is your net worth! As for me, I gained various opportunities from my network. It’s worth it!

If u are actually getting to know the people you are dealing with, you will build amazing relationships that will automatically get them to respect and follow you.Recognition will come without even asking for it. I mentor high school learners at a non profit school every year … mentoring them for an entire year while we build up to their final schooling exams… what I have learnt from these learners is invaluable & I still have relationships with all of them after schooling is done and they go off to varsity.

Start by defining what it means to you, to be the Head of D&I. Putting in place your criteria will help you craft your narrative around the impact and influence of your work and capabilities.

Highlighting your successes in and out of your organization, especially if you complete training, volunteer or have outside roles in D&I, is important. Capturing your contributions to a better world with D&I is a sign to employers that you value this cause.

Be proactive about the path you desire. Explore opportunities and go after them. Research shows that our growth curve and success in a new role is highest when we take stretch assignments and overcome a skill gap of 30-40% when moving into a new role. This means being bold and courageous to take the next step and follow your passion.

When considering your next role and where to apply, it's important for you to be clear on where you want to make an impact, whose lives you'd change, and why that's important to you. From there you can choose your preferred industry, and prioritise your application efforts.

If you are thinking about a role in D&I and have done your research on how you can incorporate or improve D&I in your (or a new) workplace, apply! You do not have to be an expert in this field to be hired. I would say that a willingness to learn and take other perspectives onboard while serving in this role is particularly important as a D&I leader.

It's important to understand how DEI connects to the overall objectives of the organization you are seeking to lead DEI in. DEI should be integrated into not in addition to key strategies and priorities, so having a firm grasp on the organizational strategy and where or how DEI should show up is critical to leading this work.

Lead from your heart. Not from your head. Embarking on a career as a Head of Diversity and Inclusion is a commitment to lifelong learning and advocacy. Success in this role requires a passion for social justice, strong leadership abilities, and a dedication to creating inclusive work environments that celebrate diversity, equity and belonging.

No solo se trata de tener diversidad en el equipo, es entender que todo tu equipo es diferente, sus motivaciones, lo que les preocupa o desmotiva son situaciones diferentes para cada uno El verdadero objetivo como líder es encontrar la forma de que todos se sientan incluidos, respetados y motivados aun con esas diferencias

Truth: the environment for Diversity work is a challenge, period, full stop. CEOs may not always provide the resources (staff & $) to fully implement policies and programs. Politics makes program delivery difficult, so know that your CEO is truly and personally committed to actual positive impact, not just window dressing. Also, manage expectations. As one of my colleagues used to say, it's not like going on a diet, losing 10 pounds and declaring, "I'm done". This work needs constant revision and response to internal and external forces. It needs continuous innovation and it needs grace. Work with allies always, and have relentless optimism.

Reflect whether Equality is truly your core value. And if so, check in with yourself how you demonstrate this in practice. What are the things you do? What are the things you do not do? How do you best lead by example in this area in your context? Because, remember, people follow and believe in authentic leaders who practise what they preach. Faking until you make it in this area is a no go.